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We will gather all pertinent data related to your hiring strategy and current goals, ensuring it’s communicated to our recruiting team for the next steps.
Our recruiting team initiates a specialized talent search based on the information collected during the consultation.
Note: We can accommodate any optional requirements such as technical tasks, specific questions from the client, or recording portions of video interviews to assess how candidates answer questions
After presenting you with our shortlist of pre-screened candidates, you have the opportunity to review all the information we’ve gathered and approve the candidates that best fit your project’s needs for further interviews.
If you don’t like any of the candidates, we take feedback and continue the search.
Once you’ve approved your desired candidates, we move swiftly to make a formal job offer and initiate the onboarding process.
Note: COXIT account manager oversees this critical phase to ensure a seamless transition and immediate impact on your project.
Once the new team member is fully integrated, our job doesn’t end there. We continue to provide ongoing support and performance monitoring to ensure the highest levels of productivity and satisfaction.
Note: Our commitment to excellence means we’re always available to address your needs, ensuring a long-term, successful partnership.
Case Studies
hiring cases
100% of candidates were interested (28 out of 28) (self-submissions).
29% of screenings had positive feedback (2 out of 7), and 50% of technical interviews had positive feedback (1 out of 2).
100% (1 out of 1).
2 weeks.
The position was easy to fill due to relatively simple requirements and the client's desire to find an employee as quickly as possible, which led him to review and provide feedback on candidates more quickly.
The client rated both candidates highly, but rejected one because they felt the project would be too easy for them.
100% of candidates were interested (82 out of 82) (self-submissions/referrals).
46% of screenings had positive feedback (6 out of 13), and 100% of technical interviews had positive feedback (1 out of 1).
100% (1 out of 1).
3 weeks.
The position was easy to fill thanks to the relatively simple requirements for candidates and the large number of self-submitted applications for the vacancy.
We tried to move through the stages quickly, although there were some minor delays on the client's side at first while they were still agreeing on the details of the position.
Nevertheless, we filled the vacancy quickly, and did so with one of the first candidates we showed to the client.
15% of candidates were interested (46 out of 299).
35% of screenings had positive feedback (7 out of 20), and 25% of technical interviews had positive feedback (1 out of 4).
100% (1 out of 1).
10 weeks.
The position proved to be difficult, mainly due to the small number of interested candidates, which resulted in a small candidate pool. In addition, of those who were interested, only a minority passed the screening and interview due to insufficient skills.
Therefore, as a solution, an external recruiter was brought in for one month to act as a sourcer, which helped to find a candidate who ultimately received an offer.
In any case, despite the complexity, the vacancy was successfully filled, and a database of candidates was compiled for the future.
100% of candidates were interested (106) (most candidates applied for the vacancy themselves).
100% of screenings had positive feedback (6 out of 6), and 33% of technical interviews had positive feedback (1 out of 3).
100% (1 out 1).
5 weeks.
The position was relatively easy to fill, as there were many interested candidates and plenty of applications on job portals.
However, there were also some difficulties: parallel work on other active vacancies at the time and a change in focus (from Full Stack to Front-End).
100% of candidates were interested (162 candidates).
55% of screenings had positive feedback (10 out of 18), and 25% of interviews received positive feedback (1 out of 4).
100% (1 out 1).
5 weeks.
Candidates were eager to apply and were particularly interested in working with our company and on this project (many candidates mentioned that they were specifically attracted to the project’s domain). Overall, there were no significant issues.
After the first two interviews, we made some adjustments (the English proficiency and general technical level of some candidates were too high for the role).
Afterward, the next three candidates we submitted to the client caught their interest. The project's short-term nature was also not an issue. This was discussed with the candidates during the screening.
69% of candidates were interested (20 out of 29).
44% of screenings received positive feedback (7 out of 16) and 50% of technical interviews were with positive feedback (2 out of 4).
100% (1 out 1).
7 weeks.
This position was not super easy to fill due to not quite competent submissions from the candidates.
Many devops had no experience with Google Cloud, which was one of the main requirements. Also, during the technical interview, there was a situation where two candidates were not selected because of each other's English, because they were googling questions during the interview.
Although at the screening stage, their CVs looked convincing at the screening stage. In the end, we chose one candidate and tried to raise the bar, to attract more competent employees.
That's why at the beginning of the beginning of the work on the vacancy and there was a slight hiccup on the client's part, because they changed the requirements for the position and we had to start the search from scratch.
100% of candidates were interested in the position (24 out of 24).
78% of screenings received positive feedback, and 100% of technical interviews had positive feedback.
100% (1 out 1).
4 weeks.
Candidates were eager to apply. There were many strong applicants who could have been sent for interviews with the client, but we immediately found a match with the first candidate interviewed.
There were extra stages, as we conducted coding sessions with candidates to filter out those who weren’t a good fit. However, not many coding sessions were necessary, since the client quickly completed all the stages with one of the candidates and made a hiring decision.
79% of candidates were interested (49 out of 62).
81% of screenings had positive feedback (26 out of 32) and 60% of the technical interviews received positive feedback (3 out of 5).
100% (1 out 1).
2 months.
Candidates enthusiastically applied and demonstrated interest in working specifically at our company and on this project.
The primary delay occurred in the initial stages of the hiring process due to insufficient communication, which underwent adjustments and refinements throughout the recruitment process. Once all the processes were properly coordinated, the hiring process accelerated, and we were able to fill the position within a week.
During the recruitment process, we enlisted the assistance of a Kotlin developer who conducted several coding sessions with our candidates, enabling us to present only those candidates with whom we had confidence.
To gather more comprehensive feedback about the candidates after the interviews, we introduced a feedback form, allowing us to provide clear and meaningful feedback.
47% of candidates were interested (26 out of 55 candidates).
75% of screenings had positive feedback (6 out of 8), and 50% of technical interviews received positive feedback (1 out of 2).
100% (1 out 1).
10 days.
We offered this position to 55 developers, 26 of whom expressed interest. After reviewing the candidates' CVs, we invited 8 developers to the screening with the recruiter. Subsequently, we selected 6 of these and compiled a table of their experience and knowledge.
A total of 2 technical interviews were conducted, one of which was unsuccessful because the candidate lacked experience. Another interview led to the successful closing of the position.
We had a total of 34 new candidates and 4 from the previous similar vacancy, with 100% interest.
52% of screenings had positive feedback (13 out of 25). All 100% of the first stage interviews were positive (4 out of 4) and 50% of the coding sessions were positive (2 out of 4).
100% (2 out 2).
3 weeks.
This position was quite easy for us. Candidates were eager to apply and were interested in working for our company and on the project.
The client actively agreed to interviews and coding sessions, reviewed candidates, and responded quickly.
We selected two candidates at once.
Thanks to this vacancy and others like it, we have made some conclusions about optimizing and improving the recruitment process.
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Testimonials
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